When the Lappeenranta contract was signed by the city of Lappeenranta and the various associations representing its employees, there was a demand for a systematic cooperation regarding issues relating to the city’s personnel policy. Regulations and guiding principles were needed and in this regard the Lappeenranta contract, based on responsibility, openness, justice, courage and trust, seemed very practical. The contract is a special system where the personnel have a possibility to take part in the leadership and management of the city of Lappeenranta.
The first Lappeenranta contract, which was a pioneer contract in Finland, was signed 20 years ago, in 1989. However, the contract has since been renewed several times: the first update took place in 1994; the second one was in 2000; and the last one in 2007. This long time span shows that there has been and there still is a demand for this kind of model in personnel cooperation.
The aim of the Lappeenranta contract is to develop the city as a service organisation and to ensure the security of employment of its personnel in situations of change by implementing the joint operative measures described in it. The objective of the contract is to define the means to prepare for future challenges and threats, and to improve the welfare of the city’s personnel. The Lappeenranta contract is based on a confident and open dialogue and interaction of the political decision-makers and the management with the personnel and their representatives. The parties to the contract share a genuine desire to succeed together. The main parts of the Lappeenranta contract are: documents defining the personnel policy of the city of Lappeenranta (personnel strategy and the personnel political part of the budget); cooperation and joint operations (parties for cooperation and joint operations, objective of cooperation, implementation of cooperation, objective of joint operations, notification liability regarding cooperation and joint operations, bodies involved in cooperation and joint operations); health at work (health at work and health promotion activities, management and supervisory work, development and competence of the personnel, promoting health and safety); remuneration, incentives and praise (incentives, rewards and motivation for good work, systems of remuneration, idea and initiative rewards and long time of service).
|Award category:||leadership and change|
|Sector:||Public administration, modernisation, institutional affairs, reform|
|Type of activity:||cooperation|
|Keywords:||Cooperation, personnel policy, health at work, remuneration, incentives, praise|
|Short English description:||The aim of the Lappeenranta contract is to develop the city as a service organisation and to ensure the security of employment of its personnel in situations of change by implementing the joint operative measures described in it|
|Organisation:||City of Lappeenranta|
|Level of government:||local level|
|Size of organisation:||>100|
|Number of people involved:|
|EU membership:||EU member|